The Powerful Act of Coaching Employees Profiles International, Inc. All rights reserved.

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2 Who We Are Profiles International Help clients gain competitive advantage by tapping the talents of their people. We provide the necessary information for leaders to coach, manage, and motivate their teams. Resulting in increased retention and individual productivity. The Powerful Act of Coaching 2

3 Global Reach 122 Countries, 32 Languages The Powerful Act of Coaching 3

4 Introducing Profiles International Who We Are Clients we serve The Powerful Act of Coaching 4

5 Who We Are Thought Leaders We are passionate researchers and thought leaders in applying actionable data generated by employee assessments to solve important organizational challenges. Introducing Profiles International 5

6 Today s Presenter: Al Rainaldi Executive Vice President, Chief Sales Officer, Chief Learning Officer. The Powerful Act of Coaching 6

7 Today s Session

8 Today s Session Supervisors

9 Today s Session It s All About Performance! The Powerful Act of Coaching 9

10 Today s Session Why! Performance Review The Powerful Act of Coaching 10

11 Today s Session Where You ve Been! Where You re Going! The Powerful Act of Coaching 11

12 1. Take steps toward performance coaching It s All About Performance! % of 1,000 people interviewed BELIEVE!!!! The Powerful Act of Coaching 12

13 1. Take steps toward performance coaching It s All About Performance! BELIEVE!!!! Leaders have little if any influence over employee performance. The Powerful Act of Coaching 13

14 1. Take steps toward performance coaching It s All About Performance! WE BELIEVE!!!! Coaching is Managing Is a part of the manager s job Mix organizational messages

15 1. Take steps toward performance coaching WE BELIEVE!!!! When is he going to realize that he s the mediocrity we ve been talking about? Coaching Is Not Taking Place Because! Expectation Understanding Time The Powerful Act of Coaching 15

16 1. Take steps toward performance coaching WE BELIEVE!!!! Coaching Is Not Taking Place Because! Managerial Courage Accountability The Powerful Act of Coaching 16

17 1. Take steps toward performance coaching Start at the top The Powerful Act of Coaching 17

18 1. Take steps toward performance coaching Examine corporate culture and strategy The Powerful Act of Coaching 18

19 1. Take steps toward performance coaching Define and describe the new system It Isn t NEW! The Powerful Act of Coaching 19

20 1. Take steps toward performance coaching Define and describe the new system It Isn t NEW! Communicate! The Powerful Act of Coaching 20

21 1. Take steps toward performance coaching Coaching Three Ways! 1.Spontaneous 2.Planned 3.Annual The Powerful Act of Coaching 21

22 1. Take steps toward performance coaching Reinforce, Recognize, Reinforce, Reward Don t cut corners Monitor managers progress Always inspect what you expect The Powerful Act of Coaching 22

23 2. Performance appraisals vs. performance coaching Current performance review system Annual event Rates performance The review is founded on good motives but the results often leave much to be desired. Good motives Snapshot of employee s yearly performance The Powerful Act of Coaching 23

24 2. Performance appraisals vs. performance coaching What is wrong with the performance review? Comparative performance reviews Ranking employees discourages teamwork Competition doesn t help in talent shortages The Powerful Act of Coaching 24

25 2. Performance appraisals vs. performance coaching What is wrong with the performance review? Comparative performance reviews Ranking employees discourages teamwork Competition doesn t help in talent shortages The Powerful Act of Coaching 25

26 2. Performance appraisals vs. performance coaching WE ARE NOT SAYING... Not to manage performance! Not to assign a rating to performance! The Powerful Act of Coaching 26

27 3. The common threads of coaching and development The Powerful Act of Coaching 27

28 4. Essential management coaching skills Help the manager develop coaching skills Corporate executives must help managers develop coaching skills. The Powerful Act of Coaching 28

29 4. Essential management coaching skills Help the manager develop coaching skills Corporate executives must help managers develop coaching skills. Ability to identify people who fit the job The Powerful Act of Coaching 29

30 4. Essential management coaching skills Help the manager develop coaching skills Corporate executives must help managers develop coaching skills Ability to create strategies that inspire performance The Powerful Act of Coaching 30

31 4. Essential management coaching skills Help the manager develop coaching skills! No manager comes fully equipped with the knowledge needed to coach successfully Each employee s unique characteristics Each employee s work attributes Each employee s fit and compatibility with the job, team and manager The Powerful Act of Coaching 31

32 5.1 Five elements of successful coaching: Equip the Manager with Actionable Data to answer these questions: Does the employee fit in his/her current job? What motivates the employee in the job, and how will he or she respond to stressful situations? The Powerful Act of Coaching 32

33 5.1 Five elements of successful coaching: Job Fit Equip the Manager with Actionable Data to answer these questions: How compatible is the employee with the manager? How compatible is the employee with his/her work teams? How effective is the employee as a leader? The Powerful Act of Coaching 33

34 5.1 Five elements of successful coaching: Job Fit Job Fit Job fit shows how well an employee matches the top performers The differences between top and average performers come down to more than just experience. Knowing where the employee doesn t match a top performer helps the coach teach and train The Powerful Act of Coaching 34

35 5.2 Five elements of successful coaching: Motivation Motivation Coaches help employees through organizational turbulence Coaches need to know how each employee will react to challenges at work The Powerful Act of Coaching 35

36 5.2 Five elements of successful coaching: Motivation Motivation Assessments measure an employee s: Need for control Social influence Patience and ability to be a team player Focus on precision and quality Motivational intensity and focus on change Knowledge helps coaches know how to motivate each employee The Powerful Act of Coaching 36

37 5.3 Five elements of successful coaching: Chemistry with the Manager Managerial Fit Identify potential conflict points Know what to say and how to say it The Powerful Act of Coaching 37

38 5.3 Five elements of successful coaching: Chemistry with the Manager Assessments can help the coach/employee relationship by: Examining work relationship Identify similarities and differences Provides recommendations Enhance relationships, communication and management coaching styles The Powerful Act of Coaching 38

39 5.4 Five elements of successful coaching: Team Chemistry Chemistry with the Team Teams are essential in the workplace Know the characteristics and behaviors of team members The Powerful Act of Coaching 39

40 5.4 Five elements of successful coaching: Team Chemistry Coaches can help by knowing the answers to the following questions: Who in the team needs to be in control? What characteristics is the team lacking? How do we avoid or resolve potential conflicts? The Powerful Act of Coaching 40

41 5.5 Five elements of successful coaching: Leadership Leadership Ability Determining who has leadership potential in the workplace can be a great coaching practice The Powerful Act of Coaching 41

42 Summary The Powerful Act of Coaching 42

43 Summary Coaching Makes all the Difference in Highly Engaged Organizations. The Powerful Act of Coaching 43

44 So what s the Pay off? Highly Engaged Workforces! The Powerful Act of Coaching 44

45 The Payoff High engagement compared to low engagement 86% higher customer loyalty 70% more success in lowering turnover 70% higher productivity 44% higher profitability 78% better safety records 27% increase in Earnings per Share The Powerful Act of Coaching 45

46 Know your team. Know each individual team member. Develop a positive relationship with them. No square pegs in round holes (right person, right job) Current Reality (engagement, job fit, managerial fit, goals etc.) IDP Individual Development Plans (this includes you) The Powerful Act of Coaching 46

47 Your Total Picture Of 2003 employees, 88% (1758) participated Engagement Highly Engaged Engaged Disengaged Highly Disengaged Employee Satisfaction Extremely Satisfied Satisfied Neutral Dissatisfied Extremely Dissatisfied Manager Satisfaction The Powerful Act of Coaching 47

48 Nine Recommendations 1. Take a good look at your culture 2. Commit to developing people 3. Ensure the right person is in the right leadership position 4. Identify leadership issue 5. Development management styles to fit your people 6. Understand your target employees (current and future) 7. Develop employee people skills 8. Ensure all your employees have a good solid job fit 9. Align all elements of the Employee Experience The Powerful Act of Coaching 48

49 Summary Coaching Makes all the Difference in Highly Engaged Organizations. The Powerful Act of Coaching 49

50 Thank You Q & A The Powerful Act of Coaching 50